Hiring the right educators is key to the success of any education centre. The interview process is a crucial step in identifying and attracting the best talent. In this article, we’ll delve into essential tips that every education centre owner should know to conduct effective interviews and make the right hiring decisions.
1. Preparing for the Interview
Before the interview, thorough preparation is key. Education centre owners should have a clear understanding of the role they are hiring for and the specific skills and qualities required. Develop a set of standardized questions that assess both technical expertise and alignment with the centre’s values.
2. Creating a Comfortable Environment
An interview should be a two-way street, allowing both the interviewer and interviewee to assess if they are the right fit for each other. Create a comfortable and welcoming environment that encourages open communication. This can help candidates relax and provide more genuine responses.
3. Assessing Cultural Fit
Cultural fit is crucial for long-term success. During the interview, delve into the candidate’s work preferences, values, and how they handle challenges. This information will help you gauge whether the candidate aligns with the culture and values of your education centre.
4. Utilizing Behavioral Questions
Behavioural questions are designed to uncover how candidates have handled situations in the past, providing insights into their problem-solving skills and decision-making processes. Incorporate behavioural questions into your interviews to assess a candidate’s suitability for the role.
5. Incorporating Practical Assessments
In addition to traditional interviews, consider incorporating practical assessments. This could involve a teaching demonstration, a lesson planning exercise, or a task relevant to the role. Practical assessments provide a tangible way to evaluate a candidate’s skills and abilities.
6. Closing the Interview
End the interview on a positive note by allowing candidates to ask questions. This not only provides them with valuable information but also gives insight into their level of interest. Clearly communicate the next steps in the hiring process to manage expectations for both parties.
Conclusion
Conducting successful interviews is an art that requires practice and refinement. By following these tips, education centre owners can make informed hiring decisions and build a team that contributes to the centre’s success.
For a comprehensive solution in managing your education centre, explore the benefits of AOneSchools. Streamline your recruitment process, enhance collaboration, and take your education centre to new heights.
In the dynamic world of education, retaining top talent is crucial for the sustained success and growth of your education centre. In this article, you will explore effective strategies for not only attracting skilled educators but also keeping them engaged and committed to your institution.
1. Understand the Importance of Retention
Before diving straight into strategies, it’s essential to understand why retaining your top talent is crucial. High turnover can disrupt the learning environment, affect student outcomes, and incur significant recruitment costs. Recognizing the value of your educators is the first step in developing effective retention strategies.
2. Foster a Positive and Inclusive Culture
Create an environment where educators feel valued, heard, and included. Establish open lines of communication, encourage collaboration, and provide opportunities for professional growth. A positive workplace culture contributes significantly to employee satisfaction and, in turn, retention.
3. Offer Competitive Compensation and Benefits
Competitive compensation is a key factor in retaining top talent. Regularly review and adjust salaries to match industry standards. Additionally, consider offering attractive benefits such as healthcare, professional development opportunities, and a healthy work-life balance.
4. Recognize and Reward Achievements
Acknowledging the hard work and achievements of your teacher fosters a sense of appreciation. Implement recognition programs, celebrate milestones, and provide tangible rewards to show that their efforts are valued. Feeling appreciated contributes to a positive work experience.
5. Flexible Work Arrangements
In the modern workplace, flexibility is increasingly valued. Provide options for flexible work arrangements, such as remote work or flexible hours, to accommodate the diverse needs of your educators. This flexibility can contribute significantly to job satisfaction.
6. Regular Feedback and Growth Discussions
Regular feedback sessions provide educators with insights into their performance and areas for improvement. Engage in growth discussions that help them set and achieve professional goals. This proactive approach shows that you are invested in their success.
Conclusion
Retaining top talent in your education centre requires a multifaceted approach that encompasses a positive work culture, competitive compensation, recognition, professional development, flexibility, and regular feedback. As the educational landscape evolves, keeping your best educators becomes not only a strategic advantage but a necessity for providing quality education.
To explore how AOneSchools can assist you in streamlining your education centre management, visit AOneSchools now!
In the realm of education, a centre’s success is deeply intertwined with the quality of its team. Hiring a dream team is not just about finding skilled individuals; it’s about assembling a group of passionate educators who align with your centre’s vision. This is a crucial step toward ensuring success and creating a positive impact on students’ lives. In this article, you will discover strategies for hiring and retaining top talent.
1. Defining Your Dream Team
Before starting the hiring process, take the time to clearly define what a dream team means for your education centre. Identify the specific skills, values, and attributes that resonate with your centre’s personality. Next, evaluate your existing team’s performance with your stated skills and quality, so that you can pinpoint areas where additional expertise is needed with your current team.
2. Crafting Compelling Job Descriptions
To attract top talent, your job descriptions should go beyond listing qualifications. In your job listings, highlight not just the responsibilities, but also the unique aspects of your centre’s culture and the opportunities for professional growth, making your job openings more appealing to potential candidates.
3. Streamlining Recruitment Process
Choose a platform that allows you to streamline your recruitment activities. From posting job openings to managing applications, this will not only save you time and effort on the tracking, it also leave the candidates a good impression about working in your centre. An automated application tracking system ensures you stay organized, allowing you to review, shortlist, and communicate with candidates seamlessly.
4. Conducting Effective Interviews
Interviews play a critical role in the hiring process. Provide tools for interview scheduling and collaborative spaces for your hiring team. Establish a centralized repository for interview feedback, making it easier for multiple team members to share insights and collectively make informed decisions.
5. Onboarding for Success
A successful onboarding process sets the tone for a new hire’s journey. Develop an onboarding plan that introduces new hires to the team and provides essential information for a smooth transition. From sharing important documents to introducing new hires to the team.
6. Nurturing Professional Development
A dream team is not static; it evolves through ongoing professional development. Create a platform for sharing resources, conducting training sessions, and tracking professional growth. This helps in creating an environment where educators thrive and contribute to the overall success of your centre.
Conclusion
In the competitive landscape of education, assembling and retaining a dream team is a multifaceted process that requires careful planning and effective strategies. As the landscape of education evolves, having the right team becomes not just a strategy but a necessity for success in providing quality education.
AOneSchools, with its comprehensive features, serves as an invaluable ally in the journey of assembling, nurturing, and retaining a team that elevates your education centre to new heights. Check out AOneSchools for more info now!
In the dynamic landscape of education, effective communication is the linchpin that holds together the intricate workings of a tuition centre. From fostering a supportive teacher-student relationship to ensuring seamless administrative operations, communication plays a pivotal role. This guide will explore strategies to facilitate clear and efficient communication within your tuition centre.
1. Cultivating a Collaborative Environment
To foster effective communication, it’s crucial to create an environment where teachers, administrators, and students feel comfortable sharing ideas and concerns. AOneSchools aids in this by providing a centralized platform where all stakeholders can collaborate. The interface allows for real-time discussions, file sharing, and announcements, breaking down communication barriers.
2. Streamlining Administrative Communication
Smooth administrative processes are vital for the overall efficiency of a tuition centre. AOneSchools simplifies administrative communication by offering features like automated announcements, event scheduling, and instant messaging. This not only reduces the chances of miscommunication but also ensures that everyone stays informed about essential updates.
3. Enhancing Teacher-Parent Interaction
In the educational journey, parents are crucial partners. AOneSchools facilitates effective teacher-parent communication through a secure portal. Teachers can share progress reports, homework assignments, and announcements directly with parents, fostering a transparent and collaborative relationship. This feature not only keeps parents in the loop but also strengthens their trust in the tuition centre.
4. Utilizing Mobile Accessibility for On-the-Go Communication
With the increasing reliance on mobile devices, having a system that offers mobile accessibility is essential. AOneSchools ensures that communication is not confined to the centre’s premises. Teachers and administrators can stay connected with students and parents, making timely communication possible, whether in the classroom or on the go.
Conclusion
In conclusion, effective communication is the cornerstone of a successful tuition centre. AOneSchools, with its array of features designed for collaboration and transparency, empowers education providers to streamline communication processes. As the expectations of parents evolve, staying ahead in the realm of effective communication becomes more critical than ever.
Embracing innovative tools like AOneSchools ensures not only the smooth operation of your tuition centre but also a strengthened connection with students and parents alike.
As a school business owner, you probably must have thought about the need to send your teachers for training. However, most learning center owners keep asking whether it is necessary to offer training to their teachers with company resources.
Well, while it might appear that you are spending your company’s limited resources on your staff, there are benefits associated with having skilled professionals in your institution. Sending your teachers for training will not only retain them but also attract some of the best teachers to your business.
In this article, we shall cover everything you need to know about teacher training in Malaysia and address some common concerns you should note while undertaking this process.
Benefits of Teacher Training
Sending teaching staff for training offers numerous benefits. Below are some of its benefits:
1. Enhancing Teaching Quality and Student Experience
Training programs provide teachers with the opportunity to learn about the latest teaching methodologies and advancements in their subject areas. This will improve teaching quality and offer a more effective learning environment for students. Teachers can gain insights into innovative ways of delivering content, engaging students, and assessing their progress, thus positively affecting your centre’s reputation.
2. Meeting Diverse Student Needs
In today’s educational environment, classrooms are becoming increasingly diverse in terms of student backgrounds, learning styles, and abilities. Training equips teachers with strategies to cater to the diverse needs of their students. This includes techniques for differentiating instruction, accommodating special learning requirements, and promoting inclusivity. A well-trained teaching staff can create an environment where all students feel valued and supported, leading to better learning outcomes and a more positive educational experience for everyone.
Providing opportunities for professional development through training demonstrates an investment in the growth and career progression of teaching staff. This, in turn, enhances teacher job satisfaction, as educators feel valued and empowered to improve their skills. When teachers are satisfied with their jobs and feel supported by their employers, they are more likely to remain committed to their roles and the learning centre. This helps in retaining experienced and dedicated staff, reducing turnover rates, and maintaining a stable educational environment.
Apart from these 3 key reasons to train your teaching staff, another good thing about teacher’s training is that it helps prevent burnout by introducing teachers to stress management techniques and strategies for maintaining a healthy work-life balance.
Addressing Common Concerns
While teacher training is good for the overall growth of a learning centre, there are some concerns you need to address to get the best out of the exercise.
1. Balancing Costs and Returns
One common concern regarding teacher training is the perceived cost and the potential return on investment. Learning centres may worry about the financial implications of sending their teaching staff for training. To address this concern, it’s essential to emphasize the long-term benefits that quality training can bring. Improved teaching quality, enhanced student outcomes, and higher teacher retention rates can outweigh the initial costs.
Exploring cost-effective training options, such as online courses and workshops, partnering with local educational institutions, or utilizing government-funded programs can also help reduce financial concerns while still delivering valuable professional development.
2. Integrating Training Into Busy Schedule
Teachers often have demanding schedules with classroom responsibilities and other duties. Finding time for training can be challenging. To address this, training programs can offer flexible formats, such as online courses or weekend workshops. Providing training during school breaks, after school hours, or even through short, focused workshops can make it more feasible for teachers to participate without significantly disrupting their regular responsibilities.
3. Measuring Training Effectiveness
Concerns may arise about how to measure the effectiveness of teacher training and whether the acquired skills will translate into real improvements in the classroom. To tackle this concern, learning centres can establish clear goals and expectations for training outcomes. Pre- and post-training assessments can help gauge the impact of the training on teacher knowledge and skills. Additionally, soliciting feedback from teachers and students after implementation can provide valuable insights into the effectiveness of the training and areas for further improvement.
Types Of In-Service Teacher Training Programs In Malaysia
In Malaysia, different in-service teacher training programs are available to enhance the skills and competencies of educators at various stages of their careers. These programs address different aspects of teaching and learning, catering to the diverse needs of teachers and the evolving educational landscape.
1. Postgraduate Teacher Training Programs
Postgraduate programs offer advanced training and specialization for teachers looking to deepen their knowledge and expertise. These programs often lead to master’s or doctoral degrees in education, curriculum development, leadership, or subject-specific fields. They enable teachers to engage in in-depth research, critical analysis, and the development of innovative teaching strategies.
2. In-Service Teacher Training Programs
a) Teacher Induction Program: Designed for novice teachers, induction programs provide a structured introduction to the teaching profession. These programs focus on classroom management techniques, curriculum understanding, school policies, and teaching methodologies. The aim is to equip new teachers with the essential skills to navigate their early teaching experiences successfully.
b) Professional Development Workshops: These workshops cater to experienced teachers seeking continuous improvement. They cover a wide range of topics such as technology integration, assessment strategies, classroom innovation, and student engagement. Professional development workshops encourage a collaborative learning environment where teachers can share best practices and adapt them to their classrooms.
c) Pedagogical Courses: These courses concentrate on refining teaching methodologies and strategies. They include areas like differentiated instruction, active learning, problem-based learning, and student-centered approaches. Pedagogical courses empower teachers to create dynamic and effective learning experiences for their students.
3. Specialized Training Programs
a) Special Education Training: Aimed at teachers working with students with special needs, this training equips educators with the knowledge and skills to provide inclusive education. Teachers learn about individualized education plans (IEPs), assistive technologies, behaviour management, and adapting curriculum content to diverse learning styles.
b) Montessori Training: Montessori training programs focus on the principles and practices of the Montessori education approach. Teachers learn about creating child-centered environments, hands-on learning materials, and fostering independence and self-directed learning in students.
c) Cambridge International Diploma in Teaching and Learning: This program is designed to enhance the expertise of educators in delivering Cambridge International curriculum. It covers curriculum planning, assessment strategies, and effective teaching methods aligned with international educational standards
4. Others
a) Leadership and Management Training: Leadership and management training for teachers focuses on developing the skills necessary to effectively lead and manage classrooms. This training equips teachers with strategies for effective communication, conflict resolution, decision-making, and team collaboration.
b) Online Teacher Training: Online teacher training is designed to help educators adapt their teaching methods to the digital realm. It covers topics such as online pedagogy, technology integration, virtual classroom management, and designing engaging digital content. Teachers learn to effectively use various online tools and platforms to deliver lessons, interact with students, assess learning, and provide timely feedback. This training is particularly relevant in the era of remote and hybrid learning, enabling teachers to excel in virtual teaching environments.
c) Blended Learning Courses: Blended learning courses combine traditional face-to-face instruction with online learning components. Teachers undergoing blended learning courses learn how to design and implement lessons that seamlessly integrate in-person interactions with online resources. This approach promotes personalized learning, as students can access materials and resources at their own pace while still benefiting from valuable in-person interactions with teachers and peers during physical class sessions. This training equips teachers to create dynamic and flexible learning experiences that cater to a diverse range of learning styles.
The diverse range of in-service teacher training programs in Malaysia caters to teachers at various career stages and with different professional goals. These programs contribute to the continuous improvement of teaching practices, promote innovative pedagogies, and ultimately enhance the quality of education in the country.
Conclusion
Investing in your teaching staff has tons of benefits. Apart from improving your teacher’s quality of life and career development, it also helps to improve the overall quality of education your learning centre provides.
In addition to investing in your teaching staff, employing a school management system in your education business can make your business run smoothly and stress-free.
The future of any country rests on the quality of education students receive from various learning centers. The teaching profession is crucial to Malaysian society as it helps groom young people to become whatever they desire.
Unfortunately, most learning centers in Malaysia are struggling to retain their teachers. So far, the rate of teacher turnover in Malaysia has been on the increase as each year passes by. As an education center owner, below are some crucial reasons why you should maintain a good teacher retention rate in your learning center:
There are teacher shortages in Malaysia. Finding replacements would be daunting if you lacked the strategies to retain your teachers.
The cost of recruiting and training new teachers is high. You can redirect such funds to improve class management and other areas.
Studies show that high teacher turnover rates in learning centers negatively affect the performance of students in general.
Therefore, to reduce the rate of teacher turnover in Malaysia, we need to address the root causes of the problem. The key factor in teacher turnover in schools is STRESS. When teachers face a heavy workload, it gradually leads to increased stress, prompting them to seek alternative options for a better replacement. Thankfully, EdTech companies such as AOneSchools have created management software to take some burden off teachers.
5 Key Strategies for Improving Teacher Retention
As the owner of a learning center, if you must maintain or improve teacher retention rates, there are strategies you need to employ. These strategies have been proven to be effective. Implement the five strategies below in your education center, and your teachers will feel fulfilled and satisfied with their jobs.
1. Creating a Positive Work Environment
Studies show that a poor work environment can reduce employees’ morale and commitment. If a teacher is not happy with his or her work environment, the resultant effect would be to look for another workplace with a better work environment.
having excellent facilities in your learning center is a positive aspect, it has been discovered that most teachers prioritize the school culture over facilities. Teachers desire a work environment that respects and trusts them while providing a high level of job security.
Also, giving teachers more freedom in class management activities makes them feel more appreciated and valued. Doing these little things can improve job satisfaction rates and, subsequently, reduce teacher turnover.
2. Providing Professional Development Opportunities
Everyone wants to learn, including teachers! One of the mistakes most education business owners make is believing that teachers are only meant to teach students. To make teachers feel like you have a long-term plan for them, enroll them in some sort of professional development training that will make them better at their jobs. Fortunately, most of these professional development opportunities are not expensive and can be done online.
Apart from development training, another key factor that boosts teacher retention is collaboration. Teachers should collaborate so that no one feels isolated; isolation is a strong reason for a teacher to leave his or her job.
3. Offer Competitive Compensation and Benefits
No matter how passionate a teacher feels about his job, he needs to be well compensated. If a teacher feels he is not getting the benefits of his hard work, he may decide to look for better alternatives. Therefore, according to your capacity as an education business owner, you should offer competitive compensation and salaries to your teachers.
Nevertheless, while it is true that competitive compensation can help teacher retention, education business owners shouldn’t go overboard. Owning an education center is a business, and you must strike a balance to remain afloat in your business.
4. Recognizing and Appreciating Teachers’ Efforts
Everyone wants to be appreciated for doing something outstanding. Showing appreciation to your staff means you value their contribution to the growth of your business. At the end of each academic calendar, organize events to recognize and appreciate your teachers.
It shouldn’t cost that much to wrap some gifts for your staff after each session. Teachers are less likely to leave a learning center where their efforts and achievements are appreciated.
Note: If you must do individual recognition, ensure that you do it so that it won’t cause tension among the teachers.
5. Streamlining Administrative Tasks
Technology has made it easy for learning centers to use school management and class management software to simplify their tasks. As an education business owner, you want to employ the right software to improve efficiency and save your staff time.
Tasks such as class schedule and attendance, parent-teacher communication, fee payment, and other messy manual paperwork can all be automated to save your valuable time. Teachers are proud to work in a place where the latest technologies are used to simplify work-related tasks.
Fortunately, education software companies in Malaysia, such as AOneSchools, are ready to implement the right technologies to streamline your administrative tasks.
With the increasing shortage of teachers in Malaysia, schools need to take action to mitigate teacher turnover. Creating a better work environment, providing development training for your teachers, offering competitive compensation, and recognizing teachers’ efforts are the simplest but key ways to improve teacher retention in Malaysia.
Boost Your Teacher Retention Rate with AOneSchool
Finally, implementing effective school management systems can go a long way toward improving teacher retention. Sometimes an excellent teacher becomes demotivated because of the time-consuming tasks that every teacher has to do. However, we can prevent that from happening!
AOneSchool eases teachers’ workload on taking attendance, sending student reports, creating teaching summaries, and sending class reminders to parents. On top of that, the communication between teacher and parents are all transparent and traceable.
Make the job for your teachers a bit easier and let them do what they are best at—teaching. AOneSchools has helped hundreds of learning centers in Malaysia streamline administrative tasks. Implement these strategies in your school business and see the teacher retention rate increase.
There is no such thing as a good educational centre without professional and good educators. Still, attracting and retaining the best employees is often easier said than done.
But, there is no reason to lose hope. We’ve prepared a list of tips to attract and hire quality educators in Malaysia, that will set you on the right track.
Why Does Your Educational Centre Need the Best Educators?
Simply put, the quality of your learning centre will depend on the quality of your teachers.
Educational centres must hire highly professional teachers. Their main role is to provide education, be positive role models, and help students achieve success. Teachers are a crucial component in the learning process and have a significant impact on their students’ lives.
The academic success of students as well as the reputation of the learning centre are directly determined by effective teachers who deliver high-quality instruction, create a positive learning environment, build strong relationships with students, and exhibit professionalism and accountability—i.e., quality educators.
How to Attract the Best Candidates?
Even though it’s true that the employer is the one who chooses their team members, the opposite is also true—candidates choose their employers. So, you must ensure that candidates find you tempting and worthy of their time.
Your learning centre needs to attract the best candidates because these candidates will become your high-quality teachers, which will impact the value of your centre.
It’s never easy to find the best teachers, especially when there’s a shortage on the market, as there is right now.
Still, we have some tips and tricks for you to make attracting outstanding teachers much easier!
1. Experiment with Different Channels
There are many different ways you can show your educational centre to the candidates. And the best practice is to try them all and combine what works best for you.
Job fairs. Even though some people find them old-fashioned, the results tell us the opposite. Job fairs are great because in a short time you can access an enormous pool of talent. On top of that, that is a great opportunity to increase brand awareness and represent your learning centre in the best light.
Social media. People engage with businesses through social media channels even when they are not looking for a job. If you manage to develop a bond between your brand and your audience, people will have feelings of trust in your learning centre and be more attracted to work for you instead of your competition.
Job boards. Like job fairs, job boards are great because you can reach a large audience. Moreover, job boards are accessible non-stop which means you can search for educators anytime, and they can apply whenever. According to similarweb, Indeed is the most popular job search website. Still, there are many other options, like LinkedIn, Glassdoor, Monster, Ricebowl, Hiredly, JobStreet, and others.
Employee referral program. Would you recommend to your coworkers something that isn’t really good? No one would! That’s why employee referrals are a fantastic strategy to try when looking for educators. You can be sure that your current employees won’t recommend someone who isn’t trustworthy. On top of that, this process is really effective because your existing team members will explain to potential employees what it looks like to work in your centre. If you hire someone recommended by your current educators and that person is a good fit—you reward the person who made the referral. Knowing they will get a reward if they help you find a new team member will motivate them even more to really recommend someone who is amazing. It’s a win-win situation!
New graduates. What is better than young and educated people looking for their first job? Many employers in the past underestimated young people without experience and made a big mistake. Maybe you will need a bit more time to help them at the beginning, but you will have motivated and educated young team members who will be more than happy to gain experience, learn, and develop. You can think about offering internships or creating an event at their university to represent your learning centre.
2. Offer Competitive Compensation and Benefits
Salary is one of the most crucial things job seekers are looking for. You must make sure to thoroughly research the ongoing rates for educators in Malaysia and that you’re offering competitive compensation. But, that’s not the end.
You also must offer a good package of benefits to your educators. Make sure to find something that’s really valuable for them and that will make you stand out as an employer.
Important note: Don’t forget to research and update the teacher’s salary and benefits benchmark regularly. You need to be well-informed and follow changes in the market to ensure you’re offering the best conditions to your educators.
3. Build a Strong Employer Brand
As we already mentioned in the section about social media channels—good employer branding can be extremely powerful when it comes to attracting the best candidates.
A strong employer brand will differentiate your education centre from competitors, attract top talent who shares your values, and increase employee engagement and retention. By creating a positive and attractive image of your company, you can also establish a reputation as an employer of choice, making it easier to attract and retain the best talent in your industry.
What Should You Look for When Hiring Teachers?
And here are some tips you should keep in mind while hiring teachers for your learning centre.
1. Soft Skills
Soft skills are what make the difference between a good teacher and an amazing teacher. And we want an amazing teacher, right?
You should look for these soft skills in your candidates:
Communication inside and outside of the classroom. We’re looking for a person who can communicate properly not only with students but also with other team members in the centre and students’ parents.
Patience. Patience and calmness in a learning centre are as important as formal education. You should look for a teacher who knows how to handle stressful situations and remain calm.
Motivation. Teaching requires a lot of energy, and the only way someone will do an amazing job is if they are enthusiastic and motivated. You probably won’t have a problem seeing a sparkle in your candidate’s eyes when they’re talking about teaching.
2. Conduct a Background and Reference Check
Being an educator in any learning centre is such an important role with much responsibility, and you must ensure that your teachers are honest and truly qualified.
First and foremost, you need to get consent from your candidate to contact their previous employers.
Important note: Never ever contact a current employer of your candidate—they may not know that person is looking for a new job, and you can create an awkward situation for everyone!
An interview is the best way to see who your candidate is and if he or she is a good fit for your learning centre. Make sure to use this time to evaluate their knowledge and skills.
Pro tip: If you want to see your candidate’s organisational abilities, you can give them an assignment related to class management. By doing so, you can see how they’re thinking and solving problems in situations that aren’t familiar. For example, you can give them an assignment to prepare a lesson plan or to stimulate common work scenarios.
There is one more thing you can do.
Help Your Teachers Be Even More Efficient with AOneSchool
Sometimes an excellent teacher becomes a bit demotivated because of the many time-consuming tasks that every teacher has.
But we can prevent that from happening!
Your learning centre can use AOneSchool, a learning management software, and your teachers won’t have to waste time creating reports and sending reminders to parents every month.
On top of that, AOneSchool will ease teachers’ workload with in-sync real-time updates from the school anywhere and anytime and better and easier communication that is traceable.
Make the job for your teachers a bit easier and let them do what they are best at—teaching.
Contact us, and we will help your learning centre thrive!
